Chapter 4: Fit and congruence with organisational culture: definitions and measurement issues
Restricted access

The extent to which a worker is congruent with their organizational culture and other aspects of their work environment is popularly known as person-environment fit or PE fit. This chapter begins by defining PE fit, tracing its history, and exploring why it is relevant today to academics and practising managers alike. Next, the five different levels of fit are examined. Of the five, the fit between the person and the organization (otherwise known as person-organization fit or PO fit) is the most relevant to organisational culture. Other areas of fit are also discussed since they are other aspects of the work environment that impact important job-related outcomes. On measurement, various issues are discussed, namely how fit can be categorised as either complementary and supplementary fit. We also discuss how fit can be measured in terms of perceived, subjective and objective fit, and evaluate the merits of each method. This chapter concludes with the findings of several meta-analytic studies and the most recent research on PE fit and invites readers to ponder on the dark side of fit.

You are not authenticated to view the full text of this chapter or article.

Access options

Get access to the full article by using one of the access options below.

Other access options

Redeem Token

Institutional Login

Log in with Open Athens, Shibboleth, or your institutional credentials

Login via Institutional Access

Personal login

Log in with your Elgar Online account

Login with your Elgar account
Edited by and
Handbook